INTERNSHIP DESCRIPTION:
– Candidate Must have access to a vehicle
– Willing and able to provide office support
– ability to go on runs and think on their feet
– Ability to conduct research, field phone calls

Other Requirements: Must be able to multi-task and use good judgement. Ideal candidate should be detail-oriented and have strong organizational and communication skills. The ability to multi-task and thrive in a casual yet fast-paced deadline driven environment. Strong computer skills are required. Must be proficient in Microsoft Office applications, with an in-depth knowledge of Word and Internet applications/online search engines for checking and responding to email correspondence. Ideal candidate should also have an interest in television production.

If you are interested, please send an email with a cover letter and resume to Daphne.Valerius@evolutionusa.com to be considered

NOTE: This is a NON-PAID INTERNSHIP. MUST Be able to receive college credit

* Location: Assholeville
* it’s NOT ok to contact this poster with services or other commercial interests
* Compensation: no pay

We’re a small LLC/Nonprofit looking for someone who’s willing to donate time (tax-deductible!) to a worthy cause. Could develop into a profitable enterprise down the road. This is perfect for a student or entry-level dev with income who’s looking to put his or her chips/extra time toward a fresh concept.

Applicant should:
Be idea-oriented
Have a spirit of service
Web 3.0 skills
Be young (or young-minded) and awesome
Have a desire to rock the universe in a positive/profitable way
Be able to lift 20kg blindfolded

Must have strong creative Marketing Skills, set up Social Networking sites, etc. Our diverse array of projects and programs share the goal of supporting artists and art collectors alike. Enjoyable working environment and innumerable opportunities for growth.

We are looking for enthusiastic, art-loving people who are the very best at what they do in the following fields: marketing, product & project management, web development.

You must also possess excellent written and verbal communication skills and eat/sleep/breathe social media, the Internet and, of course, art. Sound like you? We can’t wait to meet you! Send us your resume and cover letter today.

Flexible hours, though 20 hours a week would be ideal. This is internship for school credit and/or experience, but if sales are involved, commission will be paid.

* Location: Scottsdale
* it’s NOT ok to contact this poster with services or other commercial interests
* Compensation: no pay

[ from the main idiot – more legal advice for those seeking free labor ]

A common, but frequently unreported labor violation is the use of unpaid interns in violation of minimum wage and possibly overtime laws. The scenario is fairly typical: a company offers an opportunity to ‘break into the business’ in exchange for the intern working for free. You see many examples of this in the entertainment industry. In fact, despite jobs sites such as Craigslist prohibiting the posting of unpaid “internships,” you can almost always find one posted. Some companies try to get around the law by requiring that the internship be part of a college program. However, there is no exception to the law allowed just because the “intern” may receive college credit. While it might be possible for a college credit course to require some type of training for a company, the vast majority of these internships are in violation of Federal as well as California labor laws.

In order to qualify as an unpaid internship, the requirement is simple: no work can be performed that is of any benefit at all to the company. That is, you can not deliver mail, sort files, file papers, organize a person’s calendar, conduct market research, write reports, watch television shows and report on them, read scripts, schedule interviews, or any other job that assists the employer in any way in running their business.

Examples of internships that have been legal are where the job is a “dummy” job. For example, there was a case of an internship for working on a train. The company had the interns driving trains from one end of their yard to the other under close supervision. The moving of the trains was completely unnecessary and was just being done to train the potential employees. As such, no “work” was being performed, so the internship was legal. On the other hand, if the workers were moving the trains as part of the regular re-positioning of the trains, but were still performing it under close supervision, they would be required to be paid for the work.

Thus, if in the entertainment industry, you read scripts that have already been read and rejected by the company and the company will not use your input in any way but is simply instructing you on how to read scripts, then they would not need to pay you for your time. However, if you read the scripts and perform any work that is used by anyone in the company to make any type of decision about that script, then you must be paid for your time.

Another common type of unpaid internship is in martial arts schools that require students to teach classes in order to receive additional belts. This practice is illegal unless the student is paid for the time. Because the act of teaching a class is work that benefits the employer, it must be paid for.

The U.S. Department of Labor has outlined a list of criteria that ALL must be met in order for an internship to be unpaid.

1. The training, even though it includes actual operation of the facilities of the employer, is similar to that which would be given in a vocational school;
2. The training is for the benefit of the trainee;
3. The trainees do not displace regular employees, but work under close observation;
4. The employer that provides the training derives no immediate advantage from the activities of the trainees and on occasion the employer’s operations may actually be impeded;
5. The trainees are not necessarily entitled to a job at the completion of the training period; and
6. The employer and the trainee understand that the trainees are not entitled to wages for the time spent in training.

From the above list, #4 is really the key one – all the others will follow from whether the employer derives any immediate benefit from the activities.

The main reason that you do not see more lawsuits regarding unpaid internships is that the interns are very unlikely to sue. In most cases, they fear being blacklisted, as they will undoubtedly need to use the internship as a reference to get any future work.

This is where California’s Private Attorney General Act comes in. Because this law allows anyone at the company to sue for labor violations, even if they themselves are not affected by the violation, it is now possible for these companies to be brought into compliance with the law. If you work for a company that uses unpaid interns and would like to put an end to this illegal practice, you should consider bringing a Private Attorney General cause of action.

Of course, if the internship is work, not only minimum wage must be paid, but also California overtime (8 in a day / 40 in a week) as well as meal and rest breaks.

Unpaid Internships are not allowed on Craigslist and further more there is strict federal labor law that defines a legal internship. If your internship is listed here and its unpaid its a violation of CL terms and if it fails to meet any of the 6 criteria set by the department of labor its illegal and your breaking the law. If you see an illegal internship answer the ad as to accept and get the name and contact information of the illegal poster and report them to the labor departmet. Web designers start a list of websites and owners that have violated the law and list them online. Exploitation of students, and slavery are illegal. Internships are for the benifit of the student not free slave labor. Stop the greed of people who prey on kids.

Location: Unpaid Internships Not Allowed On CL

it’s NOT ok to contact this poster with services or other commercial interests

Thats right everyone, it started, say what you want, go ahead its a FREE COUNTRY, but us Designers, Workers, People Who Put In Time Want Respect. Now put up those stupid work for free ads, NO PAY jobs and we will show you the meaning of FLAG, everyone band together and we shall overcome.

Stop the rich from getting richer and the poor from getting poorer, this is a true way to stop it, make these people go to the University and offer this Interniship while we are in-school like all the other fields as Medical, Dental, Law etc. I will flag as much as possible all day long and spread it to everyone to stop you people.

Signed: Bad taste in my mouth

* Location: Thats Its Its War On Internships
* it’s NOT ok to contact this poster with services or other commercial interests
* Compensation: no pay

Anyone who is willing to work as an Intern or Trainee should read the following information. This is taking information from a previous post and adding a little bit more to it. Be forewarned so you are not taken advantage of. If you feel you have been take advantage of, take appropriate action.

——————————–

Student Interns – Trainees

To have a better understanding of how student interns are treated under the FLSA, one has to realize that such workers are in essence “trainees”. The DOL has a fairly extensive set of rulings and other guidance on “trainees”, as explained in the paragraphs below.

Certain types of trainees are completely excluded from FLSA coverage. However, the requirements for such total exclusion are quite stringent. In an administrative letter ruling dated February 22, 1974 (WH-254, BNA WHM 99:1152), the DOL stated that if a person is considered a “trainee”, that person is not considered an “employee” and does not have to be paid minimum wage and overtime. The letter gave the following six criteria for the designation of a person as a trainee; commentary on each criterion follows in italics:

1. The training, even though it includes actual operation of the facilities of the employer, is similar to that which would be given in a vocational school.

2. The training is for the benefit of the trainees.

3. The trainees do not displace regular employees, but work under close observation.

4. The employer that provides the training derives no immediate advantage from the activities of the trainees, and on occasion his operations may actually be impeded.

5. The trainees are not necessarily entitled to a job at the completion of the training period.

6. The employer and the trainees understand that the trainees are not entitled to wages for the time spent in training.

The courts seem to find that the most important determinant is the question of who primarily benefits from the arrangement. If the employer is the primary beneficiary, the individuals will be considered employees, but if the individuals are the ones who primarily benefit from the work experience, they will be considered trainees.

Liability Under the Fair Labor Standards Act

Any employee or former employee may file a complaint with the DOL’s Wage and Hour Division that an employer failed to meet its obligations under the FLSA. The DOL has the authority to investigate and make a ruling, and if it determines that the employer owes the employee back wages, it may enforce the ruling by a variety of methods:

* conciliation – if the DOL can persuade an employer to cooperate, it may supervise a settlement of the claim between the employee and employer, in which case the employer may be able to escape with only liability for back pay (Section 216(c);
* civil action for back pay and damages – the DOL may sue on an employee’s behalf to recover back wages and liquidated damages (Section 216(c);
* injunction – the DOL may apply for an injunction to restrain further violations by the employer or to restrain the sale or transfer of goods produced with labor that was compensated in a way that violated the FLSA (Section 217);
* criminal action – under 29 U.S.C. 216(a), the U.S. Department of Justice may bring a criminal action against an employer in the case of a willful violation of the FLSA; and
* civil actions by employees – employees have the right to file suit in a court of competent jurisdiction to protect their rights under the FLSA (29 U.S.C. 216(c)).

The U.S. DoL utilizes the below listed criteria, as created by the U.S.S.C. (Walling v. Portland Terminal Co. (1947) 330 U.S. 148), to determine whether a person is really an intern, or whether they are an employee who must be paid and treated according to the Fair Labor Standards Act (FLSA):

1. The training is similar to that which would be given in a vocational school;
2. The training is for the benefit of the trainee;
3. The trainees do not displace regular employees, and work under close observation;
4. The employer that provides the training derives no immediate advantage from the
activities of the trainees and on occasion the employer’s operations may actually be impeded.

Long story short interns are not a source of free/low pay labor so proceed carefully as the wage and hour folk have no sense of humor and often link the information to the IRS which includes an element of personal liability.

To those who think this is a cool scam — do you really want to take a chance someone won’t drop a dime for the reward?

* Location: NeverNever Land
* it’s NOT ok to contact this poster with services or other commercial interests
* Compensation: Short and sticky end of the stick

I agree with both of you. It’s a two way street….we designers have police each other up as we police up the cheapskates. The sooner we designers realize our value, the sooner the chumps will realize that there’s no “Wal-Mart” for design and that if they’re serious about their business and serious about the goals of their business, then they’ll consider the costs of branding and marketing as important as any other business investment.

* Location: designer town hall
* it’s NOT ok to contact this poster with services or other commercial interests
* Compensation: no pay

I’ll for sure agree with your statement of under-charging, but as far as paying for what you get, that still weakens the value system towards artists as ourselves that spends 1000’s of dollars, so please stick to the point not personal ego, because you design differently then someone else does not make you a better or worse designer and should be paid more, thats understood clearly, the bashing you call it, is awareness, that these internship jobs are not regulated and I personally have been on 3 and proven myself extremly worthy, yet they still said there is no money to pay you right now, so I guess Ill starve right. So honestly, the buck starts thier and I will push to stop these vultures, preying when we are at time of need to work.

* Location: ITS about awarness
* it’s NOT ok to contact this poster with services or other commercial interests
* Compensation: no pay

From the Main Idiot

Craigslist is full of people having a discussion about various posts they come across, in the form of Re: posts. This site is dedicated to providing a continued discussion forum, as well as archiving those discussions. You decide who's the idiot ;)